A. obtain the right workforce

B. obtain the employees with the appropriate qualities, skills, knowledge and potential

C. select and recruit workers who are met with the needs of the organization

D. retain the appropriate employees

2. The rationale for HRM resourcing strategy is the concept that       .

A. the strategic capability of a firm depends on its human capital

B. the strategic capability of a firm depends on its resource capability

C. the strategic capability of a firm depends on its R&D capability

D. the strategic capability of a firm depends on its management capability

3. About the firm with HRM resourcing strategy, the author might most likely disagree that       .

A. The firm will achieve competitive advantage by employing more capable people than its rivals.

B. The firm can attract capable people by being ‘the employer of choice’.

C. The firm retains capable people by providing better opportunities and rewards than others, and by reaching a long-term contract.

D. The firm deploys its people in ways which maximize the added value of the supply.

4. The HRM resourcing strategy should attempt to provide answers to the following questions except       .

A. What skills are we likely to need in the future?

B. Will we be able to meet the needs from our existing resources?

C. Do we have a problem in retaining all staff?

D. Is there scope to make better use of people by increasing employment flexibility?

5. Which of the following isn’t the components of HRM resourcing strategy?      .

A. resourcing plans

B. flexibility plans

C. retention plans

D. replacement plans

Answer:

1.D   2.A   3.C   4.C   5.D

四、写作（共20分）

360度反馈（360-degree feedback）是近年来出现的一种绩效管理的新方法。它是一种系统地收集来自于多种渠道的反馈某人绩效的数据和信息的绩效评估方法，绩效反馈的来源包括上司、同事、外部顾客、内部顾客和自己。作为公司的人力资源管理负责人，应当熟悉这种新方法，并能够在工作实践中灵活运用。请结合你在工作中对这种绩效评估方法的运用，用英文写一篇100字左右的讨论360度反馈的优点和缺点的文章，题目为“Advantages and disadvantages of 360-degree feedback”.

You can begin with the following sentence:

360-degree feedback is a relatively new feature of performance management.……

Answer:(only for reference)

Advantages and disadvantages of 360-degree feedback

360-degree feedback is a relatively new feature of performance management. There are some benefits resulted from using 360-degree feedback:

1.Individuals get a broader perspective of how they are perceived by others than previously possible.

2.Gaining acceptance of the principle of multiple stakeholders as a measure of performance.

3.Encouraging more open feedback-new insights.

4.Provided a clearer picture to senior management of individual’s real worth.

5.Open up feedback and gives people a more rounded view of performance than they had previously.

6.Identifying key development areas for the individual, a department and the organization as a whole.

7.A rounded view of an individual’s/team’s/the organization’s performance and what its strengths and weaknesses are.

8.It has raised the self-awareness of people managers of how they personally impact upon others-positively and negatively.

9.It is starting to improve the climate/morale, as measured through our employee opinion survey.

But there may be some problem. These include:

1.People not giving frank or honest feedback;

2.People b